• The Journal of the Korea Contents Association
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• v.18 no.10
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• pp.568-574
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• 2018

This study examined the perceptions of emotional labor among the National General Hospital and Private General Hospital in Chungcheong area. The purpose of this study is to examine the perceptions difference of public and private general hospitals. In addition, we tried to analyze the effect of emotional labor on organizational commitment by distinguishing between workers in National and Private General Hospitals. The purpose of this study is to provide the theoretical base data for mitigating emotional labor of hospital workers in the future. The results of the analysis are as follows: First, In the case of employees working at the National General Hospital, the influence of the emotional labor of the hospital workers on the organizational commitment of the hospital workers increased as the frequency of emotional expression increased. However, it was found that as attentiveness of emotional expression and emotive dissonance deepened, the degree of organizational commitment of hospital workers decreased. On the other hand, the influence of emotional labor of the hospital workers on the organizational commitment of the hospital workers in the Private General Hospital was found to be better in the organizational commitment as they pay more attention to emotional expression. However, in the case of emotive dissonance, The more deeply emotive dissonance, the less the organizational commitment of Private General Hospital workers. Second, the frequency of emotional expression in the hospital workers' perception difference of emotional labor was higher than that of the National General Hospitals. However, in the variety of emotional expression, it was confirmed that the employees of the Private General Hospitals had more varied expressions of emotions than those of the National General hospitals. In addition, it was found that the difference of recognition of the organizational commitment of the hospital workers according to the type of hospital work was higher in the organizational commitment of the employees of the National General Hospital than those of the Private General Hospitals.

• Annals of Coloproctology
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• v.34 no.6
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• pp.317-321
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• 2018

Purpose: We evaluate the role of transanal tube drainage (TD) as a conservative treatment for patients with anastomotic leakage (AL). Methods: Patients treated for AL who had undergone a low or an ultralow anterior resection with colorectal or coloanal anastomosis for the treatment of rectal cancer between January 2013 and January 2017 were enrolled in this study. The data were collected prospectively and analyzed retrospectively. The primary outcomes were the diagnosis and the management of AL. Results: Two hundred thirteen consecutive patients, 122 males and 91 females, were included. The mean age was $66.91{\pm}11.15years$, and the median body mass index was $24kg/m^2$ (range, $20-35kg/m^2$). The median tumor distance from the anal verge was 8 cm (range, 4-12 cm). Ninety-three patients (44%) received neoadjuvant therapy for nodal disease and/or locally advanced rectal cancer. Only 13 patients (6%) developed AL. Six patients developed subclinical AL as they had a defunctioning ileostomy at the time of the initial procedure. They were treated conservatively with TD under endoscopic guidance in the endoscopy unit and received intravenous antibiotics. Six weeks after discharge, these 6 patients underwent follow-up flexible sigmoidoscopy which showed a completely healed anastomotic defect with no residual stenosis. Seven patients developed a clinically significant AL and required reoperation with pelvic abscess drainage and Hartmann colostomy formation. Conclusion: These results suggest that TD for management of patients with AL is safe, cheap, and effective. Salvaging the anastomosis will help decrease the need for Hartmann colostomy formation. Proper patient selection is important.

• Korean journal of food and cookery science
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• v.19 no.4
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• pp.477-492
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• 2003

The purposes of the study were to establish HACCP-based standards and guidelines for conducting a plan review to build, or renovate, hospital food service establishments, and ensure the safety of foodservice and reduce the risk of food borne illness. The scope of the study included suggestion for the planning of hospital foodservice facilities: layout, design, equipment and modeling. The results of this study can be summarized as follows: 1) The development of a foodservice facility plan based on the results of a survey, literature reviews and the results of interviews with foodservice managers from 9 general hospitals. This was composed of operational policies in foodservices, layout characteristics, space allocation, selection, design, specification standards for equipment and the construction principles of foodservice facilities. 2) Two foodservice facility models were developed, one for general hospitals with 900 beds (2,000 patients and 2,500 employee meals per day) and the other for general hospitals with 300 beds (600 patients and 650 employees meals per day). 3) The suggested kitchen space requirements for the foodservice facility models were 341.2 ㎡ (W 17,100mm x L 23,700mm) and 998.8㎡ (W 35,600mm x L 32,800mm) for the 300 and 900 beds hospitals, respectively, with both designs being rectangular. The space requirements for the equipment, in relation to the total operational area, in terms of ratios were 1:3.5 and 1:3.8 for the 300 and 900 beds hospitals, respectively. The recommended space allowances per bed for the developed foodservice facility models were 1.15 ㎡ and 1.11 ㎡ for the 300 and 900 beds hospitals, respectively, which were increased by more than 30% compared to those suggested in the precedent study, and considered appropriate for the implementation of the HACCP system. 4) The hospital foodservice facilities plans and models were developed based on the general sanitation standards, guidelines and the HACCP system, and included foodservice facility layout, product flow, physical separation between contaminated and sanitary areas, foodservice facility specifications with a 1/300 scale for a 300 bed, and a 1/400 scale for a 900 beds blueprint. 5) The main features of the developed foodservice facility plans and models were; physical separation between contaminated and sanitary areas to prevent cross contamination, product flow in one direction from the arrival of the raw material to the finished product, and separation of different work areas and the process of receiving & preparation of products, refrigeration & storage, cooking, assembly, cleaning & disinfection, employee areas and janitorial facilities. The proposed models from this study were presented as examples for those wanting to build, or renovate, their facility for the production of foods.

• Korea Journal of Hospital Management
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• v.13 no.4
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• pp.1-26
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• 2008

This study examines the statistical relationship between medical specialists and managerial performance, using regression analysis with the number of medical specialists per 100 beds as the independent variable and the managerial performance index as the dependent variable. Managerial performance index incorporated the number of out-patients per specialist, the number of in-patients per specialist, the volume of revenue per specialist, the number of beds per specialist, and the average length of stay. To compare different groups of hospitals, dummy variable was applied to five groups of hospitals according to size: 100-299 beds, 300-599 beds, 600-899 beds, 900-1199 beds, and more than 1200 beds. The data consisted of 181 general hospitals with more than 100 beds, which included 28 public hospitals, 73 corporate hospitals, 64 university hospitals and 16 private hospitals. Of those, 87 hospitals were located in big cities and 94 hospitals in medium to small cities. This study used hospitals from the Korean Hospital Association, and data published in 2004. The collected data sample was analyzed using the SPSSWIN 12.0 version, and the study hypothesis was tested using regression analysis. The findings of this study are summarized as follows: Hypothesis 1 predicting a negative effect of the number of medical specialists on the number of out-patients per specialist was supported with statistical significance. The analysis of dummy variable showed causality in all the hospital groups larger than the group of 100-299 beds. Hypothesis 2 predicting a negative effect of the number of medical specialists on the number of in-patients per specialist was supported with statistical significance. The analysis of dummy variable showed causality in the hospital group of 300-599 beds when compared to the group of 100-299 beds. Hypothesis 3 predicting a negative effect of the number of medical specialists on the volume of revenue per specialist was not supported. However, the analysis of dummy variable showed that the volume of revenue per specialist increased in the hospital groups of 600-899 beds, 900-1199 beds, and over 1200 beds, when compared to the group of 100-299 beds. Hypothesis 4 predicting a negative effect of the number of medical specialists on the average length of stay was supported with statistical significance. The analysis of dummy variable showed causality in the hospital group of 300-599 beds, when compared to the group of 100-299 beds. Results of this study show that the number of the medical specialists per 100 beds is an important factor in hospital managerial performance. Most hospitals have tried to retain as many medical specialists as possible to keep the number of patients stable, to ensure adequate revenue, and to maintain efficient managerial performance. Especially, the big hospitals with greater number of beds and medical specialists have shown greater revenue per medical specialist despite the smaller number of patients per medical specialist. Findings of this study explains why hospitals in Korea are getting bigger.

• Journal of Korean society of Dental Hygiene
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• v.3 no.1
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• pp.59-72
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• 2003

The purpose of this study was to examine what the role of denial hygienist was. The subjects were 751 dental hygienists from dental clinics, dental hospitals, general hospitals, public dental clinics and their branches throughout the nation. After a survey was conducted, the collected data were analyzed with SPSS WIN 10.0, and variance analysis and post-analysis were implemented. And Forgarty's 8th integrated model, out of 10 ones, was selected to delve into the practical role of dental hygienist in detail. The findings of this study were as follows: 1. The three age groups had a significantly different opinion on the significance of individual subjects. The dental hygienists of thirty six and over found the basic and preventive public dental care courses most important, and the 31~35 age group placed most stock in education and research. Overall, the post-analysis results showed that prevention and clinical courses were considered most vital, followed by education and fundamental courses. 2. There was a significant gap between four groups from the different work places in their view of the weight of the individual subjects. According to the post-analysis, the dental hygienists from the general hospitals, public dental clinics and their branches gave more weight to fundamental, education and research areas. Those who were with the dental clinics, dental hospitals and general hospitals put higher value on clinical course than the dental hygienists from the public dental clinics and their branches. 3. Two groups with a different career also had a different outlook on the importance of the individual subjects. The post-analysis results illustrated that the dental hygienists who had worked for three years or more put higher stress on the fundamental course than those with a less career, and the dental hygienists with a five-year or higher career attached more importance to the education and research field than those with a smaller career. 4. There was a significant difference between the three age groups in their clinical role. The post-analysis results indicated thai the younger dental hygienists were more of assistants than of professionals, as they chiefly took X-ray photograph, handled treatment materials or performed treatment-related works. Overall, handling treatment materials was most common. 5. The three groups from the different work places significantly varied in their clinical role. According to the post-analysis, those from the dental clinics and dental hospitals took more x-ray photographs, handled more treatment materials and performed more relevant works, compared to those from the general hospitals, public dental clinics and their branches. 6. The two groups with a different career differed significantly in their clinical role. The post-analysis results suggested that the dental hygienists with a less career played an assistant role more, which handled treatment materials or carried out other relevant works. 7. The fundamental courses (I) and (II), preventive class (I) and (II) and its practice course were regarded as integrated subjects that they should take 10 offer preventive treatment, which was one of the dental hygienist missions. What's needed to act as dental-care educators was the basic courses (I) and (II), dental hygiene education and its practice. Finally, integrated clinical courses (I) and (II) and clinical practice were viewed as necessary for their role performance as dental treatment collaborators.

• The Journal of the Korea Contents Association
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• v.17 no.4
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• pp.585-595
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• 2017

The purpose of this study is to analyze the difference of medical care between medical assistance and health insurance patients to evaluate the increase of medical care costs due to the moral hazard of medical care patients and to provide a basis for rational medical care policy decision. For this purpose, we compared health insurance benefit data for Seoul citizens by gender, age, and type of medical institutions. The results of the analysis are as follows. First, all of the hospitalized and outpatient use of the advanced general Hospitals, medical assistance patients were less than those of the health insurance patients, so that the medical assistance patients could not use the high cost medical services. Second, in general hospitals, patients with health insurance are often hospitalized. On the other hand, medical assistance patients use a lot of outpatient services because they are less burdened. Third, in hospitals and clinics, medical benefits patients often use inpatient and outpatient services. Therefore, medical assistance patients are likely to use unnecessary medical care of outpatient and hospitalization clinics and hospitals, outpatient of general hospitals. But, in hospitalization and outpatient use in advanced general hospitals and medical assistance patients can not use due to excessive medical burden. Therefore, the policy to reduce the burden of medical expenses for patients with severe illness will continue, and the medical care patients using clinics and hospitals should be careful not to use unnecessary medical services.

• The Korean Journal of Health Service Management
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• v.11 no.3
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• pp.1-11
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• 2017

Objectives : The purpose of this study was to analyze factors affecting the performance of public hospitals in South Korea. Methods : We collected management performance data from 2013 to 2015 from income statements, balance sheets, and annual reports from 32 local public hospitals. The dependent variable used was profitability, which included operating margin, return on assets and net profit to gross revenues. The independent variables were general characteristics, liquidity, stability, and activity. Results : Patient revenues, total assets, and total capital had increased steadily but patient expenses had increased to a greater extent. Operating profit, and net profit were consistently in deficits and the management status of local public hospitals had recently been in difficulty. The debt ratio, quick ratio, ratio of fixed liability and fixed assets turnover rate have a significant positive(+) effect on performance in the years 2013-2015. Conclusions : We suggest management strategies for these hospitals based on the results analyzed.

• Journal of Preventive Medicine and Public Health
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• v.21 no.1 s.23
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• pp.10-20
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• 1988

This study was conducted to compare the maternal charactristics, and birth weight of infants delivered at five different categories of medical facility in Taegu to examine the risk level of pregnant women and children by the medical facility for delivery. The study population included 1,410 pregnant women who delivered a baby at one of nine medical facilities (3 university hospitals, 2 general hospitals, 2 private clinics, 1 midwife clinic, 1 MCH center) in Taegu in April, 1987(April and May, 1987 for K university hospital), Pregnant women were interviewed to ask the age and educational level of woman, payment of medical fee, birth order, delivery method. Birth weight of infant was obtained from medical record. Mean ages of the women delivering at the university hospitals(27.5 years) and at general hospitals(26.7 years) were higher than those at midwife clinic(25.4 years) and at MCH center(26.1 years). Also, mean years of school education were higher in women of university hospitals(12.7 years) and general hospitals (12.2 years) than in women of midwife clinic(9.2 years) and MCH center (9.3 years). The percentages of women covered by the medical insurance were far greater in the university hospitals(78.1%) and general hospitals(82.9%) than in private clinics(44.3%) , midwife clinic(29.1%) and MCH center (5.4%). Infants born at the MCH center were mostly the second birth (47.3%) while 56.0% to 61.7% of infants born at all the other medical facilities were the first birth more women delivering at the university hospitals had history of spontaneous abortion as well as still birth than the women delivering at the other medical facilities. The preform birth rate (11.4%) and low birthweight incidence rates(5.8-13.0%) in university hospitals were significantly higher than those of other medical facilities. Accordingly, c-section rates showed a wide variation among the medical facilities. Study findings revealed that most of women delivering at the university hospitals and general hospitals are in the middle of or upper socio-economic class and obstetrically high risk group regardless of socioeconomic class while the wome delivering at the midwife clinic and MCH center are low risk group of low socioeconomic class. Therefore, the data of a specific medical facility are highly limited in interpretation and can not be generalized.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.5
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• pp.84-99
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• 1998

The objectives of this study are to identify the actual educational contents of management for head nurse and to propose the educational subjects according to identity the needs of head, charge, and staff nurses. The subjects were investigated the actual Management Development Programs and educational needs of head nurses and prospective nurse manager(charge nurse, staff nurse with a lot of clinical experiences) in general hospitals. The tools were composed of two questionnaires: One was developed from the literature review for making items to measure actual situation. The other was revised Katz's model for measurement of educational needs. The first respondents of actual situation were 27 general hospitals with over 400 beds in Seoul and the second respondents were 89 head nurses, 67 charge nurses and 136 nurses at 3 hospitals by convenient sampling out of 27 general hospitals. Data were collected by telephone interview, mail questionnaire and visiting from 7th of October through 30th of November in 1997. In data analysis, general characteristics of the respondents and actual status of Management Development Programs were analyzed by frequency and percentage. Educational needs according to general characteristics were analyzed by ANOVA The results were as follows: 1. Actual situation of Management Development Program 1) Seven hospitals(26%) had Management Development Program for prospective managers and 14 hospitals (52%) for head nurses. 2) Education Department existed in 14 hospitals (52%). 3) One hospital(4%) had top level managers took part in the Management Development. 4) Two hospitals selected head nurse, who had finished courses of Management Development. Eight hospitals(30%) assessed educational needs. The assessment tools consisted of making a question via questionnaire(75%), determining at department meeting(12%) and interview(13%). 5) Educational programs had 3 types: 10 lecture type, 7 discussion type and 4 role play type programs. 6) One hospital evaluated the change of learner's attitude. 7) Four hospitals scored educational point, but that was measured only by attending. 8) Actual Management Development Programs were as follows. parenthesis indicates the number of hospitals. (1) Management Development Programs for Prospective manager. Role perception of Middle level Manager (1) . Role reconstruction of Nurse Manager (1). Workshop for Charge Nurse (1). Nursing Delivery System and Nursing Process (1). Communication (1). Motivation (1) (2) Management Development Programs for Head nurse.. Head nurse's Role (5). Administrative Work (7). Service Education (4). Prevention and Countermeasure of Nursing Incidence (3). Appraisal (3) 2. The results of needs on Management Development subject 1) The educational needs of all respondents on 3 skill domains showed positive agreement to strongly positive agreement. 2) High priority(more than 4.5) items were 12 of 24 Human skill items(50%), 1 of 6 Technical skill items(16%), and 2 of 13 Conceptual skill items (15%). 3) Out of high priority items, 8 items were instituted. 4) All respondents showed high needs on 3 skill domains regardless of 3 positions (head nurse, charge nurse, and nurse). Educational needs of Human skill domain, according to position were 108. S, 108.7, 106.8 (mean score = 72) , needs of Technical skill domain were 26.5, 26.6, 26.I(mean score=18), and needs of Conceptual skill domains were 56.9,56.7, 55.1(mean score=39). 5) Needs of 3 skill domains according to clinical career showed significant difference. Out of respondents, nurses with career of over 16years showed lowest degree of needs in Human skill domains(F=4.47, P=.004) and Conceptual skill domain(F=2.93, P=.034). 6) Educational needs according to educational background were not significant difference. But out of respondents, nurses educated at 3-year junior college relatively showed lowest needs in all of the 3 skill domains. With the above-mentioned findings, further study is necessary for generalization of this study at hospitals with different bed size and location. Also it is needed to study about management skill of nurse and charge nurse, and effective educational method.

• Journal of Korean Academy of Nursing Administration
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• v.6 no.2
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• pp.227-243
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• 2000

The purpose of this study was to identify the relationship between nursing organizational climate and job satisfaction of nurses in general hospitals and also the factors which had influences in the nursing organizational climate and job satisfaction of nurses. Data were collected from 200 nursing managers and 800 nurses with structured questionnaires at 11 general hospitals in Taegu and Kyungbuk-area, from June 1 to June 30, 1999. Data were analyed with SPSS 7.5 using program such as t-test, ANOVA and stepwise multiple regression. The results were as follows: 1) In the nursing organizational climate there were significant differences by age(F=9.246, p=.000), religion(f=5.658, p=.001), educational level(F=4.660, p=.010), position(F=27.016, p=.000), and the total length of service(F=7.274, p=.000). Also there were significant differences by subsidiary school(F=11.224, p=.000), the number of beds(F=9.893, p=.000), the number of nurses(F=6.365, p=.000), and kind of medical agency(F=5.251, p=.000) in the hospitals. 2) In the nurses' job satisfaction there were significant differences by age(f=11.528, p=.000), religion(F=3.003, p=.000), position(F=22.485, p=.000), career the department of the present service(F=5.157, p=.000), total career of service(F=9.243, p=.000), and salary(F=5.507, p=.000). Also there were significant differences by religious background(F=4.779, p=.009), subsidiary school(F=7.039, p=.000), the number of beds(F=7.039, p=.000), and kind of medical agency(F=2.778, p=.006) in the hospitals 3) There was significant correlation between nursing organizational climate and job satisfaction of nurses(r=.686). 4) The nursing organizational climate was explained 21.8% by salary 9.5%, position 7.4%, religious background of hospital 4.1%, and subsidiary school of hospital 0.8%. 5) The nurses' job satisfaction was explained 70.9% by nursing organizational climate 46.7%, salary 21.9%, kind of medical agency 1.4%, position 0.3%, religious background of hospital 0.3%, religion 0.3%.